r e e na c r e s

F O U N D A T I O N

H O U S I N G F O R S E N I O R S

i l M VAlberta Union of Provincial Employees

T H E C O L L E C T I V E A G R E E M E N T

B E T W E E N

G R E E N A C R E S F O U N D A T I O N

S U N N Y S O U T H L O D G E

- and the -

A L B E R T A U N I O N O F P R O V I N C I A L E M P L O Y E E S

o n b e h a l f o f

Local 048, Chapter 027

Expires December 31, 2021

N U M E R I C A L T A B L E O F C O N T E N T S

P R E A M B L E 1T E R M O F A G R E E M E N T 2D E F I N I T I O N S 2A P P L I C A T I O N 5U N I O N R E C O G N I T I O N A N D B U S I N E S S 5U N I O N M E M B E R S H I P , S E C U R I T Y A N D C H E C K - O F F 6U N I O N S T E W A R D S 7M A N A G E M E N T R I G H T S 7R E S P E C T F U L W O R K P L A C E 8P R O B A T I O N A R Y P E R I O D 8S E N I O R I T Y 9A P P O I N T M E N T S A N D V A C A N C I E S 1 0H O U R S O R W O R K 1 1O V E R T I M E 1 6W A G E S 1 7S H I F T D I F F E R E N T I A L A N D W E E K E N D D I F F E R E N T I A L 1 9W O R K I N G A T A N O T H E R S I T E 2 1C A L L - B A C K - M A I N T E N A N C E O N L Y 2 1P R E C E P T O R P A Y 2 2R E S I G N A T I O N 2 2N A M E D H O L I D A Y S 2 2A N N U A L V A C A T I O N 2 4B E N E F I T S 2 7S I C K L E A V E 2 8W O R K E R S ' C O M P E N S A T I O N 3 1L E A V E S O F A B S E N C E 3 2U N I O N L E A V E 3 7T E M P O R A R Y A N D C A S U A L E M P L O Y E E S 3 8L A Y O F F / R E C A L L P R O C E D U R E 4 0P E R F O R M A C E A P P R A I S A L S 4 2D I S C I P L I N E A N D D I S M I S S A L 4 3G R I E V A N C E P R O C E D U R E 4 5O C C U P A T I O N A L , H E A L T H A N D S A F E T Y 4 9P R O F E S S I O N A L F E E S 4 9R E G I S T E R E D R E T I R E M E N T S A V I N G S P L A N 5 0U N I F O R M S 5 0S C H E D U L E A 5 2LETTER OF UNDERSTANDING #1 - ACTIVITY COORDINATOR FLEXIBLE

H O U R S O F W O R K 5 4L E T T E R O F U N D E R S T A N D I N G # 2 - C H A R G E P A Y 5 5LETTER OF UNDERSTANDING #3 - EMPLOYEES WHO PROVIDE

EMPLOYER WITH NOTIFICATION OF THEIR INABILITY TO ACCESST H E P A Y S T A T E M E N T S 5 6

L E T T E R O F U N D E R S T A N D I N G # 4 - M E D I C A L C E R T I F I C A T E S 5 7

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A L P H A B E T I C A L T A B L E O F C O N T E N T S

A N N U A L V A C A T I O N 2 4A P P L I C A T I O N 5A P P O I N T M E N T S A N D V A C A N C I E S 1 0B E N E F I T S 2 7C A L L - B A C K - M A I N T E N A N C E O N L Y 1 7D E F I N I T I O N S 2D I S C I P L I N E A N D D I S M I S S A L 4 3G R I E V A N C E P R O C E D U R E 4 5H O U R S O R W O R K 1 1L A Y O F F / R E C A L L P R O C E D U R E 4 0L E A V E S O F A B S E N C E 3 2LETTER OF UNDERSTANDING #1 - ACTIVITY COORDINATOR FLEXIBLE

H O U R S O F W O R K 5 4L E T T E R O F U N D E R S T A N D I N G # 2 - C H A R G E P A Y 5 5LETTER OF UNDERSTANDING #3 - EMPLOYEES WHO PROVIDE

EMPLOYER WITH NOTIFICATION OF THEIR INABILITY TO ACCESST H E P A Y S T A T E M E N T S 5 6

L E T T E R O F U N D E R S T A N D I N G # 4 - M E D I C A L C E R T I F I C A T E S 5 7M A N A G E M E N T R I G H T S 7N A M E D H O L I D A Y S 2 2

O C C U P A T I O N A L , H E A L T H A N D S A F E T Y 4 9O V E R T I M E 1 6P E R F O R M A C E A P P R A I S A L S 4 2P R E A M B L E 1P R E C E P T O R P A Y 2 2P R O B A T I O N A R Y P E R I O D 8P R O F E S S I O N A L F E E S 4 9R E G I S T E R E D R E T I R E M E N T S A V I N G S P L A N 5 0R E S I G N A T I O N 2 2R E S P E C T F U L W O R K P L A C E 8S C H E D U L E A 5 2S E N I O R I T Y 9S H I F T D I F F E R E N T I A L A N D W E E K E N D D I F F E R E N T I A L 1 9S I C K L E A V E 2 8T E M P O R A R Y A N D C A S U A L E M P L O Y E E S 3 8T E R M O F A G R E E M E N T 2U N I F O R M S 5 0U N I O N M E M B E R S H I P , S E C U R I T Y A N D C H E C K - O F F 6U N I O N R E C O G N m O N A N D B U S I N E S S 5U N I O N L E A V E 3 7U N I O N S T E W A R D S 7W A G E S 1 7W O R K E R S ' C O M P E N S A T I O N 3 1W O R K I N G A T A N O T H E R S I T E 2 1

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P R E A M B L E

WHEREAS the parties agree the primary purpose and concern of the Employer is to be ofservice to the community in providing quality resident care in accordance with the Vision,Mission and Values of Green Acres Foundation; and

WHEREAS the parties are mutually desirous of entering into a Collective Agreement settingforth rates of pay, hours of work and other terms and conditions of employment; and

WHEREAS the Union is the duly certified bargaining agent for the employees of the Employercovered by the Labour Relations Board Certificate #201-2014; and

WHEREAS the parties wish to maintain harmonious relations between the Employer and theUnion; and

WHEREAS the parties recognize the mutual value of joint discussions and negotiations in allmat ters o f mutua l concern to the Par t ies .

NOW, THEREFORE THIS COLLECTIVE AGREEMENT WITNESSETH:

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A R T I C L E 1

T E R M O F A G R E E M E N T

1.01 This agreement, including Appendices thereto, unless altered by mutual consentof both parties here, shall be in force and effect from the first day of the first payperiod following ratification up to and including December 31, 2021 and fromyear to year thereafter unless notification of desire to amend or terminate begiven in writing by either party during the period between sixty (60) and onehimdred and twenty (120) days prior to the expiration date of this Agreement.

1.02 When either party serves notice of desire to amend the Collective Agreementunder Article 1.01 above, the negotiating committees shall exchange and initialproposed amendments at commencement of negotiations.

1.03 Any notice required hereunder to be given shall be deemed to have beensufficiently served if personally delivered or mailed in a prepaid registeredenvelope addressed:

in the case of the Employer to:

T h e C h i e f E x e c u t i v e O f fi c e rG r e e n A c r e s F o i m d a t i o n122 - 5th Ave South

Lethbridge, AB TIJ 0S9

and in the case of the Union to:

T h e P r e s i d e n tAlberta Union of Provincial Employees1 0 4 5 1 - 1 7 0 S t r e e t N W

Edmonton, AB T5P 4S7

1.04 The Collective Agreement may be reopened and modified at any time during itsterm upon mutual consent of the parties in writing.

1.05 The Collective Agreement shall continue in full force and effect imtil:

(a) A new Collective Agreement is concluded,

(b) The right of the bargaining agent to represent the Employees isterminated; or

(c) A legal strike or lockout commences.

A R T I C L E 2

D E F I N I T I O N S

2.01 "Code" is the Alberta Labour Relations Code, as amended from time to time.

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2.02 "Arbitration" shall take the meaning from the appropriate section of the Codewhich deals with the resolution of a dispute or difference.

2.03 "Union" is The Alberta Union of Provincial Employees (AUPE). In the event of achange of name of the aforementioned Union, the subsequent name shall berecognized.

2.04 "Local" means Local 048, a component of the Union.

2.05 "Chapter" means Chapter 027, a component of the Local responsible foradministration and negotiation of the Collective Agreement.

2.06 "Chapter Chair" means an Member who has been elected at an Annual GeneralMeeting of this Chapter to act as Chief Executive Officer of the Chapter.

2.07 "Bargaining Unit" means the unit of Employees as described on the LabourRelations Board Certificate #201-2014.

2.08 "Member" means an Employee of the Sunny South Lodge who is covered by thisCollective Agreement and who is a member of this Chapter.

2.09 "Union Representative" means a person who is not an Employee of theEmployer and who is authorized by the Union to conduct business with theEmployer or bargaining unit members.

2.10 "Union Steward" means an Employee of the Employer who has successfullycompleted the required Union courses and training to be registered by the Unionas an official representative of the Union on the worksite.

2.11 "Employer" is the Green Acres Foundation and includes such persons as mayfrom time to time be appointed or designated to carry out administration dutiesin respect of the operation and management of the Sunny South Lodge.

2.12 "Employee" shall mean a person covered by this Collective Agreement employedby the Employer. At the time of hire the employment status of each Employeewill be determined in accordance with the following:

(a) "Full-Time Employee" is one who is regularly scheduled to work the full-specified hours in the "Hours of Work" Article of this CollectiveAgreement;

(b) "Part-Time Employee" is one who is regularly scheduled to work for lessthan the full-specified hours in the "Hours of Work" Article of thisCollective Agreement;

(c) "Temporary Employee" is one who is hired on a temporary basis for aFull-time or Part-time position:

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(i) for a specific job of more than six (6) months but less than twelve(12) months. A request by the Employer to extend the time limitshall not be unreasonably denied; or

(ii) to replace a Full-time or Part-time Employee who is on approvedleave of absence for a period in excess of six (6) months; or

(iii) to replace a Full-time or Part-time Employee who is on leave dueto illness or injury where the Employee has indicated that theduration of such leave will be in excess of six (6) months.

(d) "Casual Employee" is one who:

(i) is regularly scheduled for a period of six (6) months or less for aspecific job; or

(ii) relieves for absences the duration of which is six (6) months orless; or

(iii) works on a call in basis and is not regularly scheduled.

2 . 1 3 "Probationary Period" is the period of time as outlined in Article 9.

2 . 1 4 "Pos i t i on " sha l l mean :

(a) the Employee status; or

(b) the c lassificat ion

2 . 1 5 "Facility" means the facility named as Sunny South Lodge in this CollectiveAgreement.

2 . 1 6 "Shall" is interpreted to be mandatory rather than directory.

2 . 1 7 "Basic Rate of Pay" shall mean the incremental step in the Wages Appendixapplicable to an Employee in accordance with the terms of this CollectiveAgreement exclusive of all allowances and premium payments.

2 . 1 8 "Shift" shall mean a daily tour of duty exclusive of overtime hours.

2 . 1 9 "Shift Rotation" means the period of time when the shift schedule repeats itself.In those instances where the schedule does not repeat itself, the term "shiftrotation" shall be understood to mean a period of time not exceeding six (6)w e e k s .

2 . 2 0 "Licensed Practical Nurse" means a person who is issued a certificate ofregistration as a Licensed Practical Nurse pursuant to the Health Professions ActR.S.A 2000, c. H-7 as amended.

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A R T I C L E S

A P P L I C A T I O N

3.01 The Collective Agreement shall apply to all Employees covered by the AlbertaLabour Re la t i ons Board Cer t i fica te # 201-2014 .

3.02 Employees shall be compensated for work performed in accordance with theschedule of basic rates of pay as set out in the Wages Schedule, be boimd byother provisions of employment, and qualify for such benefits in accordance withthe provisions set out in this Collective Agreement.

3.03 Throughout this Collective Agreement the language shall be gender neutral anda word used in the singular applies also to the plural, unless the contextotherwise requires.

3.04 When a difference arises out of a provision contained in this CollectiveAgreement and the Employer's regulations, guidelines, policies or directivescover the same subject matter, the Collective Agreement shall supersede theregulations, guidelines, policies or directives.

A R T I C L E 4

U N I O N R E C O G N I T I O N A N D B U S I N E S S

4.01 The Employer recognizes the Union as the sole bargaining agent for theEmployees covered by this Collective Agreement.

4.02 No Employee shall be required or permitted to make any written or verbalagreement that may be in conflict with the terms of this Agreement.

4.03 Al l correspondence between the part ies shal l be between designatedrepresentatives of the Employer and designated representatives of the Union.Both parties shall advise each other, in writing, of the names of theirrepresentatives.

4.04 The Employer will provide a bulletin board for the posting of Union notices at alocation as determined by the Employer. The Chapter shall be permitted to postnotices of meetings and such other notices, which may be of interest toEmployees. It is not the intention of the Union to post anything objectionable tothe Employer.

4.05 The Employer and the Union will each pay one-half (1/2) of the cost of printingenough copies of this Agreement to provide each Employee with one (1) copy. Acopy of the Collective Agreement shall be provided to each Employee oncommencement of employment by Employer. The supplier of printing of theCollective Agreement will be agreed upon by mutual agreement.

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4.06 The Employer agrees that a Union Steward shall be given the opportunity tomeet each new Employee for ten (10) minutes for the purpose of explaining theCollective Agreement.

4.07 Employees can wear one (1) Union lapel pin during working hours provided thatit does not interfere with Employees' ability to carry out their duties ofEmployment.

Employees shall have the right to personally display the ordinarily recognizedinsignia of the Union provided that such insignia is not displayed on Employer'sequipment or facilities.

A R T I C L E 5

UNION MEMBERSHIP, SECURITY AND CHECK-OFF

5.01 All Employees have the right;

(a) to voluntary membership in the Union;

(b) to participate in lawful activities of the Union;

(c) to bargain collectively with the Employer through the Union.

5.02 All Employees shall be required to pay Union dues. The Employer shall deductfrom the wages of Employees covered by this Collective Agreement an amoimtequal to the bi-weekly Union dues in a manner in keeping with the payrollsystem in effect for the Employer. In all instances such deductions shall beforwarded to the Secretary-Treasurer of the Union not later than ten (10) daysfollowing the bi-weekly pay period in which the dues were deducted. Suchdeductions shall be accompanied by a list, which shall indicate each Employee'sname, address, phone number, status, classification, gross pay and currentamount of dues. The Employer shall provide the Union with names, addresses,status and classification of any newly hired Employee.

5.03 The Union agrees to indemnify and save the Employer harmless from any formof liability arising from or as a result of the deduction of authorized dues, fees orassessments, unless caused by Employer error.

5.04 The Union shall advise the Employer, in writing, of any change in the amount ofdues to be deducted from the Employees covered by this Collective Agreement.Such notice shall be communicated to the Employer at least thirty (30) days priorto the effective date of change.

5.05 The Employer shall record the amount of individual dues deducted on T-4 slipsissued for income tax purposes.

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A R T I C L E 6

U N I O N S T E W A R D S

6.01 The Employer agrees to recognize Employees who are registered as UnionStewards, and recognizes their authority to represent other Employees. A UnionSteward may, at the request of an Employee, accompany or represent them informal meetings such as: investigation, duty to accommodate, return to work,discipline, the processing of a grievance, or any other labour relations meetingsinitiated by the Employer. Where it becomes necessary for a Union Steward toleave their job for this purpose, they shall request time off from their immediateManager and provide them with as much advance notice as possible. UnionStewards shall be paid at their basic rate of pay for all time spent during theirregularly scheduled hours of work in performing the functions outlined above.

6.02 A list of Union Stewards shall be supplied by the Union Representative to theChief Executive Officer. The Chief Executive Officer shall be advised in writingof any change to this list. The list shall be updated by the Union annually.

6.03 Employees shall have the right at any time to the assistance of UnionRepresentatives when dealing or negotiating with the Employer regarding aninvestigation, discipline, duty to accommodate, return to work, or grievance.Such representatives shall approach members at work only when engaged insuch activities and provided they have received the approval of the ChiefExecutive Officer or authorized alternate. Such approval shall not beunreasonably denied.

A R T I C L E 7

M A N A G E M E N T R I G H T S

7.01 The Employer retains all rights not specifically limited by this CollectiveAgreement.

7.02 Without limiting the generality of the foregoing, the Union acknowledges that itshall be the exclusive right of the Employer to operate and manage its business,including the right to:

(a) maintain and improve order, discipline, efficiency and to make, alter, andenforce rules and regulations to be observed by an Employee, which arenot in conflict with any provision of this Collective Agreement;

(b) direct the working force and to create new classifications and work unitsand to determine the number of Employees, if any, needed from time totime in any work unit or classification and to determine whether or not aposition, work unit, or classification shall be continued or declaredr e d i m d a n t ;

(c) hire, promote, transfer, layoff, and recall Employees;

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(d) demote, discipline, suspend, or discharge for just cause.

A R T I C L E 8

R E S P E C T F U L W O R K P L A C E

8.01 The Employer, the Union and Employees are committed to a safe and respectfulworkplace where workplace violence, discrimination, bullying, and harassmentare not tolerated. The Employer has policy dealing with the handling of issuesarising from workplace violence, discrimination, bullying, and harassment.Should an Employee not be satisfied with the manner in which the investigationwas conducted, the matter may be submitted as a grievance at Step I.

8.02 There shall be no discrimination, restriction, or coercion exercised or practiced byeither party in respect of any Employee by reason of race, colour, national origin,political or religious belief, gender, gender identity, gender expression, maritalstatus, family status, sexual orientation, source of income, age, physicaldisability, mental disability, ancestry or place of origin of that person or class ofpersons nor by reason of membership, non-membership or activity in the Union,nor in respect of an Employee's or Employer's exercising any right conferredunder this agreement or any law of Canada or Alberta.

8.03 Article 8.02 shall not apply with respect to a refusal, limitation, specification orpreference based on a bona fide occupational requirement.

8.04 When an incident outlined in 8.01 is alleged, it shall be investigated inaccordance with the Employer policy in an objective, timely, and sensitivem a n n e r .

A R T I C L E 9

P R O B A T I O N A R Y P E R I O D

9.01 All new Employees shall serve a probationary period of four hundred and eightyeight (488) hours worked, for employees working seven point five (7.5) hourshifts and five hundred and twenty (520) hours worked, for employees workingeight (8) hour shifts, exclusive of overtime hours worked, for each period ofcontinuous employment not interrupted by termination or dismissal.

9.02 A new Employee's probationary period may be extended, in consultation withthe Union, for a period up to an additional four hundred and eighty eight (488)hours worked for employees working seven point five (7.5) hour shifts and fivehundred and twenty (520) hours worked for employees working eight (8) hourshifts; however, in no event shall the total probationary period exceed ninehimdred seventy five (975) hours worked for employees working seven pointfive (7.5) hour shifts or one thousand and forty (1040) hours worked foremployees working eight (8) hour shifts, exclusive of overtime hours worked.During the probationary period the Employee may be dismissed or terminatedfor any reason.

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9 . 0 3 If an Employee is unsuitable in the opinion of the Employer, such Employee maybe terminated at any time during the probationary period. The Employer shallprovide written reason(s) for the termination to the Employee. Such terminationshall not be subject in any manner to the grievance or arbitration procedure.

9 . 0 4 The Employer shall provide a paid orientation period for all new Employees.

9 . 0 5 The Employer shall provide a performance appraisal for each probationaryEmployee at least once during their probationary period. In absence of aperformance appraisal, it shall mean the Employee meets expectations.

A R T I C L E 1 0

S E N I O R I T Y

10.01 (a) Seniority for all Full-Time and Part-Time Employees shall be defined asthe date of hire into a Full-time or Part-time position in the bargainingu n i t .

(b) Should a Temporary Employee become a Full-Time or Part-TimeEmployee, all hours worked in the temporary position contiguous to theirentry into a Full-Time or Part-Time position shall be recognized andcontribute toward their seniority accrual.

(c) Should a Casual Employee become a Full-Time or Part-Time Employeethe date of seniority shall be recognized as the date they enter a Full-Timeor Part-Time position.

(d) Seniority shall not apply during the probationary period; however, oncethe probationary period has been completed, seniority shall be creditedfrom the Seniority date established pursuant to Article 10.01(a)(b)(c).

1 0 . 0 2 Seniority shall be recognized only where specifically referenced in thisAgreement.

10 .03 Seniority shall be considered in determining:

(a) appointment and filling vacancies subject to the provisions specified inArticle 11: Appointments and Vacancies;

(b) preference of choosing vacation time in Article 21: Annual Vacation;

(c) layoffs and recalls, subject to the provisions specified in Article 28: Layoffa n d R e c a l l .

10 .05 Seniority shall be considered broken, all rights forfeited, and there shall be noobligation to rehire:

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(a) when the employment relationship is terminated by either the Employeror the Employee;

(b) upon the expiry of six (6) months following the date of layoff, if duringwhich time the Employee has not been recalled to work;

(c) if an Employee does not return to work on recall, as provided in Article28;

(d) when an Employee has been absent for three (3) consecutive workingdays without having notified the Employer, unless a reason satisfactoryto the Employer is given;

(e) when an employee fails to report to work on the first day following theexpiration of a Leave of Absence tmless a reason satisfactory to theEmployer is given.

10.06 The seniority list shall be updated by the Employer not less frequently than everysix (6) months. The Union shall have thirty (30) days to take issue with theseniority list, otherwise the seniority list shall be deemed to be correct.

A R T I C L E 1 1

A P P O I N T M E N T S A N D V A C A N C I E S

P o s t i n g s

When a new Full-time or Part-time position is created or when filling a Full-timeor Part-time vacancy in any position covered by this Collective Agreement suchposition or vacancy shall be posted for not less than seven (7) calendar days inadvance of making an appointment. A copy of all postings shall be forwarded tothe Chapter Chair.

When circumstances require the Employer to fill a vacancy before the expirationof seven (7) calendar days, the appointment shall be made on a casual basis only,imtil the regular appointment is made.

A p p l i c a t i o n s

Applications for vacancies shall be made in writing to the contact persondesignated on the job posting and in accordance with procedures established bythe Employer. Applications for a posted position will be accepted at any timeperiod up to the closing time and date of the posting.

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11 . 0 4 S e l e c t i o n

In making appointments and filling vacancies, appointments will be made on thebasis of qualifications, education, experience, training, skill and other relevantattributes and where these factors are considered by the Employer to be equal,seniority shall be the deciding factor.

11.05 The name of the Employee who is appointed to fill the vacancy shall be postedfor not less than seven (7) calendar days.

1 1 . 0 6 T r i a l P e r i o d

An Employee transferred to a position in the Bargaining Unit shall serve a trialperiod of up to four hundred eighty-eight (488) hours worked in the newposition or to a maximum of six (6) months for Part-Time Employees. Duringthe trial period the Employee may:

(a) return to the Employee's former position at their request; or

(b) the Employer may return the Employee to their former position.

In either circumstance, at the sole discretion of the Employer, theEmployee may be assigned to a similar position within the BargainingUnit consistent with their abilities and/or qualifications, which positionmay not be the specific position or in the specific area occupied by theEmployee prior to transfer or promotion.

(c) In the event the Employee returns to their position:

(i) the Employer shall have one (1) opportunity to fill the resultantvacancy by selecting from the applicants on the original posting.Should the Employer exercise this right, the posting provision ofthis Art ic le shal l be deemed to be sat isfied.

(ii) An Employee who transferred before completion of their initialprobationary period shall complete the initial probationary periodas well as the trial period.

A R T I C L E 1 2

H O U R S O F W O R K

12.01 This Article defines the normal hours of work. The Employer reserves the rightto establish the start and end time of shifts for Employees within the bargainingu n i t .

12.02 It is understood and agreed that the Employer operates a continuous operationfrom Sunday at zero himdred (0000) hours to Saturday at twenty-four hundred(2400) hours.

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12.03 (a) Regular hours of work for Full-Time Employees, exclusive of mealperiods shall be:

(i) The regular work shift for Full-time Employees working sevenpoint five (7.50) hour shifts shall be thirty-seven point five (37.5)hours weekly averaged over an Employee's shift rotation.

(ii) The regular work shift for Full-time Employees working eight (8)hour shifts shall be forty (40) hours weekly averaged over anEmployee's shift rotation.

(b) Regular hours of work for Part-Time Employees, exclusive of mealperiods shall be:

(i) The regular work shift for Part-time Employees working up toseven point five (7.50) hour shifts shall be up to thirty-seven pointfive (37.5) hours weekly averaged over an Employee's shiftr o t a t i o n .

The regular work shift for Part-time Employees working up toeight (8) hour shifts shall be up to forty (40) hours weeklyaveraged over an Employee's shift rotation.

Regular hours of work for Casual Employees, exclusive of meal periodsshal l be:

(i) The regular work shift for Casual Employees working up to sevenpoint five (7.50) hour shifts shall be up to thirty-seven point five(37.5) hours weekly averaged over an Employee's shift rotation.

(ii) The regular work shift for Casual Employees working up to eight(8) hour shifts shall be up to forty (40) hours weekly averaged overan Employee's shift rotation.

12.04 Employees will not be required to work split shifts, except by mutual agreementbetween the Employee, Employer and the Union.

1 2 . 0 5 R e s t P e r i o d s a n d M e a l P e r i o d

(a) Employees working seven point five (7.50) hour shifts shall be:

(i) permitted one (1) fifteen (15) minute rest period during eachperiod of three point seven five (3.75) hours of work.

(ii) permitted one (1) unpaid meal period of thirty (30) minutes atapproximately the mid-point of their shift.

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(b) Employees working eight (8) hour shifts shall be:

(i) permitted one (1) fifteen (15) minute rest period during eachperiod of four (4) hours of work.

(ii) permitted one (1) unpaid meal period of thirty (30) minutes atapproximately the mid-point of their shift.

(c) Employees working less than a full shift and less than five (5) hours shallreceive rest periods as per 12.05(a) (i) and 12.05(b)(i) and, shall not beprovided with a meal period.

Employees working less than a full shift, but five (5) hours or more, shallreceive one thirty (30) minute rest period and shall not be provided witha meal period.

(d) Employees shall be allowed to take their unpaid meal perioduninterrupted by the Employer except in cases of emergency.

(e) An Employee required by the Employer to work, or be readily availableto work, in excess of the regular hours of work as defined in clause 12.03,due to being recalled during their unpaid meal period will becompensated at the Employee's basic rate of pay should the Employer beunable to re-schedule the Employee's meal later in the same shift.

(f) The actual times at which an Employee shall take meal period and restperiods will be determined by the Employer. It is understood that mealperiods and rest periods will not be combined.

(g) Meal and rest periods shall commence when an Employee leaves theirplace of work and the Employee shall be back at their place of work whenthe minutes of the meal and rest period expire.

12.06 Employees who wish to leave the facility at meal breaks shall advise theirManager. Employees required to stay at the facility at meal breaks will becompensated in accordance with Article 12.05 (e).

12.07 (a) Except in cases of emergency or by mutual agreement between theEmployer and the Union, shift schedules for Employees working sevenpoint five (7.50) or eight (8) hour shifts shall provide for:

(i) at least fifteen (15) hours off duty between shifts;

(ii) not more than six (6) consecutive scheduled shifts;

(iii) at least two (2) consecutive days of rest constituting a minimum offifty-six (56) hours off duty every fourteen (14) calendar days.

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(b) Except by mutual agreement between the Employer and the Union, anEmployee working seven point five (7.50) or eight (8) hour shifts shallreceive at least one (1) weekend off in three (3) averaged over one (1)complete cycle of the shift rotation. A weekend shall be a Saturday and aSunday. Named Holidays shall not be used as days off for the purposesof th is Ar t i c le .

12 .08 (a) Shift schedules shall be posted not less than twenty-eight (28) calendardays in advance.

(b) When the Employer requires a change in the scheduled days of workwith less than seven (7) calendar days notice, the Employee shall be paidat one and one half times (1 1/2 X) for all hours worked on the first shiftof the changed schedule.

12 .09 Those Employees working the night shift when the change from Daylight Timeto Standard Time occurs shall be paid overtime for all hours worked over sevenpoint five (7.50) or eight (8) hours in a shift and Employees working the nightshift when the change from Standard Time to Daylight Time occurs shall be paidtheir basic hourly rate of pay for all hours worked.

12.10 An Employee who reports for a scheduled shift and is subject to cancellation ofthe shift shall be paid for a minimum of three (3) hours or for all hours worked,whichever is greater, at the Employee's basic hourly rate of pay.

1 2 . 1 1 This Article applies to Casual Employees except clauses 12.07(a)(i), (iii), 12.07(b),and 12.08(a), which shall have no application to Casual Employees.

12.12 (a) Employees may request to exchange or give away shifts, within the sameclassification, among themselves, provided that:

(i) the request to exchange or give away shift is agreed to, in writing,between the affected Employees; and

(ii) prior approval of such request to exchange or give away shiftsmust be given by the Employee's immediate Manager; and

(iii) there is no additional cost to the Employer.

(b) Employee requests to exchange or give away shifts shall be made inwriting at least seven (7) calendar days in advance, except in extenuatingcircumstances. The Employer's reply shall also be in writing.

(c) Once approved, such exchanges or giveaways shall be recorded on theshift schedule. Effective date of ratification. Employees will be limited toexchange or giveaway one (1) shift per pay period. Effective the first dayof the first pay period following January 1, 2019, Employees will belimited to exchange or give away two (2) shifts per pay period.

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(d) Should the number of giveaway shifts in a quarter exceed the equivalentof point one (.1) PTE, the Employee's current PTE shall be permanentlyreduced accordingly. Discussion with the affected Employee shall takeplace prior to imposing any permanent reduction and the Employee shallbe given reasonable written notice.

(e) Where the Employer permits Employees to exchange or give away shifts,the Employer shall not be liable for non-compliance with the schedulingprovisions of the Collective Agreement, including Articles 12 and 13,arising with the shift exchange or giveaway. Such exchange or giveawayshall not be deemed a violation of the provisions of this CollectiveAgreement.

1 2 . 1 3 A d d i t i o n a l S h i f t s

(a) Part-time Employees wishing to work additional hours, in the sameclassification, and who so indicate their availability in writing on amonthly basis to the Employer shall be given preference and firstopportunity to work any additional hours. If all available shifts are notfilled then Casual Employees may be assigned shifts as equitably aspossible.

(b) Shifts that are known to be available prior to the posting of the schedule,or shifts that become available after the posting of the schedule that arenot a short notice shift, shall be filled by Part-time Employees within theclassification first, subject to the Part-time Employee's written availability,in order of seniority, on a rotational basis. The Employer shall bypass aPart-time Employee on the list who would be eligible for overtime ifscheduled to work an available shift.

(c) When shifts become available on short notice after the posting of theschedule the Employer shall sent a group text to all Part-time and CasualEmployees, who have submitted their availability in writing. A time-limited response of ten (10) minutes is provided and all respondents areconsidered based on seniority. If no Part-Time Employee responds, theshift is awarded to the first Casual Employee who is contacted. TheEmployer shall bypass any Employee on the list who would be eligiblefor overtime if scheduled to work a short notice shift.

(d) If texting is not feasible, the Employer shall call all Part-time and CasualEmployees who have submitted their availability in writing, in order ofseniority, on a rotational basis. If no Part-time Employee accepts, the shiftis awarded to the first Casual Employee who is contacted and accepts.The Employer shall b3q)ass any Employee on the list who would beeligible for overtime if scheduled to work a short notice shift.

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12.14 Any employee who is absent from scheduled duties for three (3) consecutivedays, without approval, shall be considered to have abandoned the position, andshall be deemed to have resigned.

12.15 Employees shall use the electronic time clock to accurately record all workedtime. Employees must use the electronic time clock to accurately record theirunpaid breaks. Failure to accurately record time may result in delayed paymentof the shift.

12.16 Employees working a minimum six (6) hour shift shall have the option of beingprovided one meal and beverage per shift, which is listed on the Employee's paystub as a taxable benefit. Employees will be required to sign opt-out form asprovided by the Employer.

A R T I C L E 1 3

O V E R T I M E

13.01 Overtime is all time authorized by the Employer and worked by an Employee:

(a) Employees covered under Article 12.03 (a)(i)

(i) in excess of seven point five (7.50) work hours per day; or

(ii) in excess of seventy-five (75) work hours in a bi-weekly payperiod.

(b) Employees covered under Article 12.03 (a)(ii)

(i) in excess of eight (8) work hours per day; or

(ii) in excess of eighty (80) work hours in a bi-weekly pay period.

13.02 Overtime shall be paid at the rate of two times (2 X) for all hours worked by anEmployee in excess of seven point five (7.50) work hours or eight (8) work hoursper day, as per Article 12.03(a)(i)(ii), or on the scheduled days of rest for Full-Time Employees.

13.03 Part-Time Employees shall receive overtime compensation above for allauthorized hours worked in excess of the regular hours stipulated in Article12.03(b)(i)(ii).

13.04 Casual Employees shall receive overtime compensation above for all authorizedhours worked in excess of the regular hours stipulated in Article 12.03(c)(i)(ii).

13.05 Overtime shall be paid out on each bi-weekly pay period.

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A R T I C L E 1 4

W A G E S

The basic rates of pay as set out in Schedule "A" are applicable to all Employeescovered by this Collective Agreement.

All Employees shall be paid on a bi-weekly basis, by direct deposit in accordancewith the Employer's established practice and each Employee shall be providedwith an itemized statement of earnings and deductions accessible electronicallyby the Employee.

All Employees shall be paid in fifteen (15) minute increments.

For Employees working the seven point five (7.5) hour shifts

(a) A Full-time Employee shall be entitled to increments on the wage gridupon the completion of one thousand, nine hundred and fifty (1950)hours of work, at basic rate of pay, of work with the Employer, exclusiveo f o v e r t i m e .

(b) Part-time, Temporary and Casual Employees shall be entitled incrementson the wage grid upon the completion of one thousand, nine hundredand fifty (1950) hours of work, at basic rate of pay, of work with theEmployer, exclusive of overtime.

For Employees working the eight (8) hour shifts

(a) A Full-time Employee shall be entitled to increments on the wage gridupon the completion of two thousand eighty (2080) hours of work, atbasic rate of pay, of work with the Employer, exclusive of overtime.

(b) Part-time, Temporary and Casual Employees shall be entitled toincrements on the wage grid upon the completion of two thousand eighty(2080) hours of work, at basic rate of pay, of work with the Employer,e x c l u s i v e o f o v e r t i m e .

Recognition of Previous Experience - (Licensed Practical Nurse and Health CareA ide )

When a new Employee has experience satisfactory to the Employer, theEmployee's starting wage shall be adjusted as follows:

Partial Years of experience and experience prior to two (2) year lapse will not berecognized.

(a) All experience satisfactory to the Employer shall be recognized on a one-for-one basis, up to the top increment in the wage scale.

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(b) In order for previous experience to be considered by the Employer, itshall be the responsibility of the newly-hired Employee to provide to theEmployer proof of recent related experience. If the Employee fails to doso within two (2) months of their date of hire, they will not be entitled tothe recognition of previous experience.

Only Employees entitled to designation as a Licensed Practical Nurse pursuantto the Health Professions Act, RSA 2000, c H-7 shall be employed as a LicensedP r a c t i c a l N u r s e .

Employees who work in more than one (1) classification shall be paid at theappropriate rate for all hours worked in each classification.

When an employee applies and is accepted into a new classification, theemployee may start in the new classification at the first level of the wage scale forthe new classification. Authorized wage increases in the new classification willbe based on accumula ted hours worked in the new c lass ifica t ion f rom da te o f thet r a n s f e r .

Overpavment

Should the Employer issue an Employee an overpayment of wages and/orentitlements, then the Employer may make the necessary monetary orentitlement adjustments. The Employer shall take such internal administrativeaction as is necessary to correct such errors providing such corrective action istaken within six months of the overpayment. The Employer shall notify theEmployee in writing that an overpayment has been made and discuss repaymentoptions. By mutual agreement between the Employer and the Employee,repayment arrangements shall be made. In the event mutual agreement cannotbe reached, the Employer shall recover the overpayment by deducting up to tenpercent (10%) of the Employee's gross earnings per pay period.

U n d e r p a v m e n t

Except for the provisions as outlined in Article 12.15, should the Employer issuean Employee an underpayment of wages and/or entitlements, then theEmployer shall make the necessary monetary or entitlement adjustments. If theamount of the underpayment is in excess of one himdred dollars ($100.00) thefull amount will be paid to the Employee within three (3) working days. If theamount of the underpayment is less than one hundred dollars ($100.00) the fullamount will be paid to the Employee on the subsequent pay period.

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A R T I C L E 1 5

S H I F T D I F F E R E N T I A L A N D W E E K E N D D I F F E R E N T I A L

S h i f t D i f f e r e n t i a l

E v e n i n g

(a) An Employee shall receive a shift differential of one dollar and seventy-five ($1.75) per hour, where the majority of such shift falls within theperiod fifteen hundred (1500) hours to twenty three hundred (2300)h o u r s .

(b) Effective January 1,2019:

An Employee shall receive a shift differential of two dollars ($2.00) perhour, where the majority of such shift falls within the period fifteenhundred (1500) to twenty three hundred (2300) hours.

(c) Effective January 1,2020:

An Employee shall receive a shift differential of two dollars and twenty-five cents ($2.25) per hour where the majority of such shift falls within theperiod fifteen hundred (1500) to twenty three hundred (2300) hours.

(d) Effective January 1,2021:

An Employee shall receive a shift differential of two dollars and fiftycents ($2.50) per hour, where the majority of such shift falls within theperiod fifteen hundred (1500) to twenty three hundred (2300) hours.

An Employee shall receive a shift differential of two dollars and seventyfive cents ($2.75) per hour, where the majority of such shift faUs withinthe period twenty three hundred (2300) hours to zero seven himdred(0700) hours.

Effective January 1,2019:

An Employee shall receive a shift differential three dollars ($3.00) perhour, where the majority of such shift falls within the period twenty threehundred (2300) hours to zero seven hundred (0700) hours.

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(g) Effective January 1,2020:

An Employee shall receive a shift differential of three dollars and twentyfive cents ($3.25) per hour where the majority of such shift falls within theperiod twenty three hundred (2300) hours to zero seven hundred (0700)h o u r s .

(h) Effective January 1,2021:

An Employee shall receive a shift differential of three dollars and fiftycents ($3.50) per hour where the majority of such shift falls within theperiod twenty three hundred (2300) hours to zero seven hundred (0700)h o u r s .

1 5 . 0 2 W e e k e n d S h i f t D i f f e r e n t i a l

(a) An Employee shall receive a weekend shift differential of one dollar andfifty cents ($1.50) per hour, where the majority of such shift falls withinthe period fifteen hundred (1500) hours Friday to zero seven himdred(0700) hours Monday.

(b) Effective January 1,2019:

An Employee shall receive a weekend shift differential of one dollar andseventy-five cents ($1.75) per hour, where the majority of such shift fallswithin the period fifteen hundred (1500) hours Friday to zero sevenhundred (0700) hours Monday.

(c) Effective January 1,2020:

An Employee shall receive a weekend shift differential of two dollars($2.00) per hour where the majority of such shift falls within the periodfifteen hundred (1500) hours Friday to zero seven hundred (0700) hoursMonday.

(d) Effective January 1,2021:

An Employee shall receive a weekend shift differential of two dollars andtwenty-five cents ($2.25) per hour where the majority of such shift fallswithin the period fifteen hundred (1500) hours Friday to zero sevenhundred (0700) hours Monday.

15.03 To be eligible for payment of differentials, an Employee must work at least one(1) hour during the differential periods.

15.04 All differentials payable under this Article shall not be considered as part of theEmployee's basic rate of pay and shall not be included in the calculation ofo v e r t i m e .

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15.05

15 .06

Where applicable, an Employee shall be eligible to receive both Shift Differentiala n d W e e k e n d D i f f e r e n t i a l .

Differentials shall not apply for social activities, meetings, orientation class,professional development, or other Foundation activities, whether held on or offa Founda t ion s i te .

A R T I C L E 1 6

W O R K I N G A T A N O T H E R S I T E

16.01 When there are no volunteers, the Employer can direct Employees from thisBargaining Unit to work at other sites in an emergency, or when Employees fromthis Bargaining Unit are directed to provide training at another site.

16.02 Pursuant to 16.01, Employees will be compensated in accordance with theEmployer Travel Policy as follows:

(a) Time spent traveling between sites during the workday is work time.

(b) Time spent traveling to an Employee's home site at the start of the day, orreturning from the Employee's home site at the end of the day is on theEmployee's own time and unpaid.

(c) When the Employee is required by Management to report to a site at thestart of their day, or to end their work day at a site other than their homesite, the travel is on the Employee's own time. The Employee will be paidkilometrage for the travel in excess of the difference between travel fromtheir home site to their residence and their assigned site to theirr e s i d e n c e .

(d) Kilometrage will be paid in accordance with the Employer Policy.

A R T I C L E 1 7

C A L L - B A C K - M A I N T E N A N C E O N L Y

17.01 A Maintenance Employee who is called back and returns to return to workoutside of their regular scheduled hours or on a Named Holiday shall be paide i t h e r :

(a) the overtime rate as specified in Article 13 for all hours worked; or

(b) two (2) hours at the Basic Rate of Pay, whichever is greater.

17.02 A Maintenance Employee who is called back to work pursuant to this Articleshall be reimbursed for kilometrage from their residence to their work site andreturn in accordance with the Employer Policy.

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A R T I C L E 1 8

P R E C E P T O R P A Y

Employees may indicate their interest in performing preceptor duties andprovide their name to the Employer.

"Preceptor" shall mean a Licensed Practical Nurse who is assigned to supervise,educa te o r eva lua te s tuden ts .

A Licensed Practical Nurse assigned by the Employer to act as a Preceptor forstudents in the Licensed Practical Nurse program, as recognized by the Collegeof Licensed Practical Nurses of Alberta shall receive an additional sixty-five cents($0.65) per hour.

A R T I C L E 1 9

R E S I G N A T I O N

An Employee shall provide to the Employer where possible twenty-eight (28)calendar days' notice, in writing and shall, in any case, provide the Employerwith fourteen (14) calendar days' notice, in writing, of their desire to resign fromtheir employment.

If the required notice of resignation is given, an Employee who volimtarilyleaves the employ of the Employer shall receive the wages and vacation pay towhich they are entitled. Payment shall be paid on the regular payday for the finalday of work.

If the required notice of resignation is not given, vacation pay shall be paid inaccordance with Alberta Employment Standards.

A R T I C L E 2 0

N A M E D H O L I D A Y S

(a) The following Named Holidays shall be observed as Statutory Holidays:

New Year's DayAlberta Family DayGood FridayVictoria DayCanada DayHeritage Day (August Civic)

Labour DayThanksgiving DayRemembrance DayChristmas DayBoxing Day

And all general holidays proclaimed by the Municipality or theGovernment of Alberta or Canada.

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20.02 Qualifying for Named Holiday Pay

To qualify for a Named Holiday with pay, the Employee must:

(a) Work their scheduled shift immediately prior to and immediatelyfollowing the holiday except where the Employee is absent for reasonsacceptable to the Employer; and

(b) Work on a Named Holiday when scheduled except where the Employeeis absent for reasons acceptable to the Employer.

20.03 Employees on layoff status. Workers' Compensation, sick leaye, long-termdisability or leayes unpaid by the Employer outlined in Alberta EmploymentStandards and any amendments thereto, on the date of the recognized holidayare not entitled to Named Holiday Pay.

20 .04 Fu l l -Time Emp loyees

Subject to Article 20.02 the following shall occur:

(a) Named Hol iday Pay

An Employee obliged to work on a Named Holiday shall be paid for allhours worked on the Named Holiday at one and one-half times (1 1/2X)their Basic Rate of Pay, plus an alternate day off with pay at a mutuallyagreed time, or in absence of mutual agreement, the Employee shallreceiye payment for such day at their Basic Rate of Pay.

(b) Named Holiday While on Vacation

When a Named Holiday falls during an Employee's annual yacation,such holiday may, by mutual agreement, be added to the yacation period,or upon mutual agreement, an alternate day off, or in absence of mutualagreement, the Employee shall receiye payment for such day at theirBasic Rate of Pay.

(c) Named Holiday on Day Off

When a Named Holiday falls on a day that would otherwise be anEmployee's regularly scheduled day of rest, the Employee, upon mutualagreement, shall receiye an alternate day off or in absence of mutualagreement, the Employee shall receiye payment for such date at theirBasic Rate of Pay.

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20.05 Part-Time, Temporary and Casual Employees

Subject to Article 20.02 the following will occur:

(a) On each pay cheque, Part-time, Temporary, and Casual Employees shallbe paid, in addition to their earnings, four decimal two percent (4.2%) oftheir regular earnings paid at Basic Rate of Pay in lieu of Named Holidayb e n e fi t s .

(b) Part-time, Temporary and Casual Employees who are required to workon a Named Holiday shall be paid at one and one-half times (1 1/2X)their Basic Rate of Pay for all hours worked on the Named Holiday.

A R T I C L E 2 1

A N N U A L V A C A T I O N

2 1 . 0 1 D e fi n i t i o n

For the purpose of this Article:

(a) ''Vacation" means annual vacation.

(b) "Vacation Year" means the twelve (12) month period commencing on thefirst day of January in each calendar year and concluding on the last dayof December of the same calendar year.

(c) Employees will start earning vacation entitlement upon the date ofcommencement of employment.

(d) Vacation accrued in one calendar year must be taken in the next calendary e a r .

21.02 Vacation Entitlement for Full-Time Emplovees

(a) During each year of continuous service in the employ of the Employer, aFull-Time Employee shall earn entitlement to a vacation with pay and therate of earning entitlement shall be as follows:

(i) during the first (1st) to third (3rd) years of continuousemployment an Employee earns a vacation at the rate of ten (10)working days; and

(ii) during the fourth (4th) to ninth (9th) years of continuousemployment, an Employee earns a vacation at the rate of fifteen(15) working days; and

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(iii) during the tenth (10th) to fifteenth (15th) year of continuousemployment, an Employee earns a vacation at the rate of twenty(20) working days; and

(iv) during the sixteenth (16th) to twenty-fourth (24th) year ofcontinuous employment, an Employee earns a vacation at the rateof twenty five (25) working days; and

(v) during the twenty-fifth (25th) and subsequent years of continuousemployment, an Employee earns a vacation at the rate of thirty(30) working days.

(b) An Employee who has less than one (1) year of service prior to the first(1st) day of January in any one (1) year shall be entitled to a vacationcalculated on the number of months from the date of employment inproportion to which the number of months of the Employee's servicebears to twelve (12) months.

21.03 Notwithstanding Article 21.02, vacation pay shall not accrue during periodsw h i l e :

(a) on layoff; or

(b) in receipt of compensation from the Workers' Compensation Board or onLeaves of Absence in excess of thirty (30) calendar days; or

(c) during other absences not paid by the Employer at the Employee's basicrate of pay.

21.04 Vacation Entitlement for Part-Time, Temporarv, and Casual Emplovees

During each year of continuous service in the employ of the Employer, a Part-Time, Temporary, or Casual Employee shall earn vacation pay as follows:

(a) during the first (1st) to third (3rd) years of employment an Employeeearns a vacation at the rate of four per cent (4%); and

(b) during the fourth (4th) to ninth (9th) years of employment, an Employeeearns a vacation at the rate of six per cent (6%); and

(c) during the tenth (10th) to fifteenth (15th) year of employment, anEmployee earns a vacation at the rate of eight per cent (8%); and

(d) during the sixteenth (16th) to twenty-fourth (24th) year of employment,an Employee earns a vacation at the rate of ten percent (10%); and

(e) during the twenty-fifth (25th) and subsequent years of employment, anEmployee earns a vacation at the rate of twelve percent (12%).

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Part-Time, Temporary, and Casual Employees will be paid the appropriatepercentage of vacation pay on each bi-weekly cheque calculated on their BasicRate of Pay earned in each pay period.

21 .05 T i m e o f Va c a t i o n

All vacation time shall be subject to operational requirements.

(a) The Employer shall make available the vacation schedule plaimer foreach classification from November 1st to November 30th of each year.

(b) The Employee shall choose their first ten (10) days of vacation time priort o N o v e m b e r 3 0 t h .

(c) While Employers are to provide vacations in one unbroken period to amaximum of three (3) weeks in accordance with Alberta EmploymentStandards, an Employee can request, in writing, for the vacation to bebroken into shorter periods and if the request can be accommodated, theEmployer shall provide this.

(d) Where an Employee requests vacation after November 30th, theEmployer may approve vacation as long as it does not interfere with thevacation of other Employees who have chosen their time prior toN o v e m b e r 3 0 t h .

(e) An Employee who has more than ten (10) days of vacation may takeremaining vacation at a time approved by the Employer and not inconflict with vacations already selected on the vacation planner.

(f) Where an Employee has not chosen their vacation times by September30th of any given vacation year, the Employer and Employee shall meetto determine when the Employee shall take their outstanding vacation.

(g) Employees must use accrued vacation in the year following the accrual.

2 1 . 0 6 Once vacations are authorized by the Employer they shall not be changed exceptin cases of emergency or by mutual agreement between the Employer and theEmployee.

2 1 . 0 7 No Full-Time Employee may continue to work and draw vacation pay in lieu oftaking their vacation except as outlined in 21.08.

2 1 . 0 8 Bu>r Back Options

(a) Full-time Employees with vacation entitlement of twenty (20) days ormore may request that the Employer buy back five (5) days of vacationtime per calendar year.

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(b) Payment equal to five (5) days' vacation entitlement may be taken as acash payment or may be deposited in the Employee's RRSP account.Employer shall not match these RRSP contributions.

(c) All requests for a buy back option must be submitted in writing, andapproved by their Manager and CEO by October 31st of the calendar yearin which vacation is to be taken.

21.09 Vacat ion upon Terminat ion

(a) An Employee who terminates their service or who is terminated shallreceive their remaining vacation pay earned but not paid.

(b) Employees who do not provide notice of termination as outlined in thisagreement shall be paid in accordance with Alberta EmploymentS t a n d a r d s .

A R T I C L E 2 2

B E N E F I T S

22.01 This Article shall not apply to Casual Employees or Temporary Employees.

22.02 Providing a Full-Time or Part-Time Employee, whose normal hours of work area minimum of fifteen (15) hours per week, meets the qualifying periods ofemployment for coverage and meets any other requirements for participation asdetermined by the insurer, for the benefits listed below, the Employer agrees topay a total of fifty percent (50%) of the total cost of the premiums, with theEmployees paying fifty percent (50%) of the total cost of the premiums:

(a) A Prescription Drug Plan which shall provide eighty percent (80%)reimbursement of eligible expenses up to the established maximumsprovided for within the benefit carrier contract.

(b) A Dental Plan that provides eighty per cent (80%) reimbursement ofeligible basic services and fifty percent (50%) reimbursement of eligiblemajor and orthodontic services. Reimbursement shall be based on theinsurer's current dental fee guide.

(c) A Group Insurance Plan, inclusive of:

(i) Basic Life Insurance;

(ii) Accidental Death and Dismemberment Insurance.

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(d) An eligible Employee who becomes ill or disabled and who, as a result ofsuch illness or disability, is absent from work for a period of one hundredand twenty (120) consecutive days, may apply for Long Term Disabilityas provided under the Long Term Disability Plan. Long Term Disabilitybenefits, payable under the provisions of the Long Term Disability Plan,shall entitle an Employee with a qualifying disability to a total income upto the established maximums as are provided for within the benefitc a r r i e r c o n t r a c t .

(e) Complete benefit coverage information, including established maximumsshall be issued by the benefit carrier and provided to eligible Employees.

22.03 Employees on an unpaid leave of absence, when such absence is not paid by theEmployer at Basic rate of Pay, are responsible to pay 100% of the benefitpremiums to the Employer on a monthly basis to ensure ongoing benefitcoverage while absent from work.

Failure to pay the benefit premium shall result in the Employee's benefitcoverage being cancelled after the first missed payment.

22.04 The provisions of the insurance plans as amended from time to time by theinsurance carrier shall govern eligibility for participation and premiums paid.These documents shall not be considered part of, or considered incorporated intothe Agreement, nor shall the Employer be considered an insurer. The Employerretains the right to change insurance carriers providing the levels of currentb e n e fi t s a r e m a i n t a i n e d .

22.05 The Employer agrees that if it changes insurance carriers it shall notify the Unionand the affected Employees of any resultant changes in coverage.

A R T I C L E 2 3

S I C K L E A V E

23.01 Temporary and Casual Employees are not eligible for sick leave credits.

23 .02

23 .03

Sick Leave shall be provided to Full-time and Part-time Employees when theyare absent from work due to a bona fide illness or injury that is not covered bythe provisions of the Workers' Compensation Act.

(a) Upon ratification of the Collective Agreement sick leave credits forEmployees shall be earned and computed at the rate of one working dayfor each full month of employment up to a maximum credit of twenty(20) days.

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(b) When an Employee has accrued the maximum sick leave credits theEmployee shall no longer accrue sick leave credits until such time as theEmployee's total accumulation is reduced below the maximum. At thattime the Employee shall recommence accumulating sick leave credits, inaccordance with Article 23.03(a) above.

(c) For the purpose of computing sick leave credits under Article 23.03(a), thefollowing shall be counted as working days:

(i) days of work;

(ii) days on which the Employee is on vacation;

(iii) days on which the Employee is on leave of absence with pay fromthe Employer at the Employee's basic rate of pay;

(iv) days on which the Employee is receiving compensation fromWCB for less than thirty-one (31) calendar days.

(d) An Employee shall earn sick leave credits upon date of employment;however, an Employee must complete the probationary period before theEmployee shall be allowed to apply sick leave credits.

(e) For Part-time Employees, the sick leave credits under Article 23.03(a)shall be pro-rated in accordance with their normal hours of work.

(f) Employees cannot use sick leave credits for any purpose other than whenthey are absent from work due to a bona fide illness or injury that is notcovered by the provisions of the Workers' Compensation Act, subject toArticle 24 (WCB).

23.04 Employees reporting sick shall do so to the Employer at least two (2) hours priorto the commencement of the shift in order that a replacement may be arrangedfor, or duties redistributed. Failing to do so, the Employee shall be consideredabsent without leave and the Employer may make a deduction in pay for thetime, which expires between the time the Employee should have reported forwork and the time at which the Employee reported sick.

23.05 Subject to Article 23.02, 23.03 and 23.04 above, an Employee granted sick leaveshall be paid at their basic rate of pay for regularly scheduled hours absent dueto illness and the number of hours thus paid shall be deducted from theEmployee's accumulated sick leave credits up to the total amount of theiraccumulated credits at the time the sick leave commenced. Balance of eligibleEmployee's sick leave credits shall be included on the Employee's pay statement.

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23.06 An Employee may be eligible for sickness benefits through EmploymentInsurance. If an Employee is absent due to illness, upon request the Employershall provide a Record of Employment (ROE) and the Employee may apply forsickness benefits through Employment Insurance. Upon verification of anEmployee receiving sickness benefits from Employment Insurance, theFoundation will "top up" the amoimt received from Employment Insurance to amaximum of ninety-five percent (95%) of the Employee's normal weeklyearnings for a maximum of 15 weeks, subject to the terms and conditions in theEmployer's agreement S09488-000 with Service Canada. Payments are subject tocoordination of benefits with any third party coverage.

Should an Employee's illness extend beyond the Employment Insurance paidleave period they may be eligible for Long Term Disability. It is the responsibilityof the Employee to pay one hundred percent (100%) of the benefit premiumsshould they choose to remain on the Foundation's benefit plan.

23.07 From time to time, an Employee may require a short period of absence fromwork with pay to attend to medical/dental appointments, which cannot beundertaken after working hours. Such hours shall be deducted from theEmployee's accumulated sick leave credits. The Employer may require proof ofattendance at such appointment.

23.08 (a) No sick leave shall be granted for any illness, which is incurred once anEmployee commences their vacation; in this event, the Employee willonly receive vacation pay.

(b) Sick leave shall be granted if an Employee becomes ill during theirvacation period as stated in Article 23.08(a) above, only after the expiry ofthe Employee's vacation and provided the illness continues beyond thev a c a t i o n .

(c) Notwithstanding the provisions of Article 23.08(a) and (b), should anEmployee be admitted to the hospital on an "in-patient" or "out-patient"basis during the course of their vacation, the Employee shall beconsidered as being on sick leave for the period of hospitalization andsubsequent period of recovery, provided they notify their Employer uponreturn from vacation and provides satisfactory proof of theirhospitalization. Vacation time not taken as a result of such stay inhospital shall be rescheduled to a mutually agreeable time.

"Outpatient" shall mean an Employee who is undergoing scheduledhospital treatments as a result of a bona fide illness or injury occurringduring their vacation period.

23.09 The Employee shall keep the Employer advised as to when they shall beexpected back to work and shall provide the Employer with seven (7) days'wr i t ten no t ice o f read iness to re tu rn to work and:

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(a) If the Employee is capable of performing the duties of their formerposition the Employee shall be reinstated by the Employer in the sameposition which they held immediately prior to their leave at not less thanthe same increment in the wage schedule and other benefits that accruedto the Employee prior to their leave;

(b) If the Employee is incapable of performing the full duties of their formerposition, when operationally possible, the Employer will place them in anavailable position that the Employee has the qualifications, education,experience, training, skill, and ability acceptable to the Employer toperform. In such a case the Union agrees to waive the posting provisionsof the Collective Agreement;

(c) If, after a reasonable effort having been made pursuant to Article 23.09(b)above, alternate employment is not available, it may be deemed that theemployment relationship has ended, provided that such action is notcontrary to any right conferred under this agreement or any law ofC a n a d a o r A l b e r t a .

23.10 At the expiration of either the last day of paid sick leave, inclusive of EI sicknessbenefits, or twenty-four (24) months from the first day of Long Term Disabilityentitlement, an Employee who is not capable of returning to work shall beconsidered to have terminated their employment relationship with theEmployer.

23.11 Upon termination of employment all sick leave credits shall be cancelled.

23.12 Upon the Employer's request, a physician's statement may be required, in a formacceptable to the Employer, for any absence from work by an Employeeverifying the reasons for the absence, as well as a prognosis as to the Employee'sr e t u r n d a t e .

A R T I C L E 2 4

W O R K E R S ' C O M P E N S A T I O N

24.01 Workers' Compensation Board coverage shall be provided by the Employer foran Employee. In accordance with the Income Tax Act, Workers' Compensationbenefits are not taxable .

24.02 An Employee who is unable to work as a result of a disability incurred while onduty in the service of the Employer, and who qualifies for benefits in accordancewith the Workers' Compensation Act, shall receive benefits directly from theWorkers' Compensation Board.

24.03 Employees shall be eligible to apply for sick leave benefits during the period oftime they are waiting for the receipt of their claim for WCB. Sick leave benefitsshall be payable provided:

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(a) the Employee has sick leave available; and

(b) the Employee meets the eligibility requirements for sick leave; and

(c) the Employee assigns their WCB benefits to the Employer to the extentthat it is required for the Employer to recover the money that was paidout for sick leave once the WCB claim has been approved.

After the money for sick leave has been recovered from the assigned WCBbenefits the Employer shall then reinstate the Employee's sick leave credits to theappropriate level and, the Employee shall receive their benefits directly from theWorkers' Compensation Board.

24.04 Employees shall not be paid sick leave benefits when they are absent from workand drawing Workers' Compensation. An Employee absent on Workers'Compensation for a period in excess of thirty (30) calendar days shall notaccumulate sick leave or vacation entitlement during the period of absence.

24.05 Employees shall not be entitled to a compensating day off in lieu of a NamedHoliday from the Employer while receiving benefits from Workers'Compensation.

24.06 An Employee who has been on Workers' Compensation in excess of thirty (30)calendar days and who is certified by the Workers' Compensation Board as fit toreturn to work and who is capable of performing the duties of their formerposition, shall provide the Employer with fourteen (14) calendar days' writtennotice of readiness to return to work. The Employer may accommodate return towork sooner than fourteen (14) calendar days where agreeable between theEmployer and the Employee.

24.07 The Employee shall keep the Employer informed of the progress of theircondition on an ongoing basis.

A R T I C L E 2 5

L E A V E S O F A B S E N C E

25.01 Articles 25.04, 25.05, 25.06, 25.07 and 25.08 shall not apply to Temporary orCasual Employees.

25.02 General leaves of absence and provisions:

(a) The Employer, at its sole discretion, may grant a leave of absence to anEmployee without pay, benefits and without loss of seniority for goodand su ffic ien t cause .

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(b) Applications for a leave of absence shall be submitted in writing to theEmployer as early as possible, but no less than four (4) weeks in advanceo f t h e i n t e n d e d s t a r t d a t e o f t h e l e a v e o f a b s e n c e i n o r d e r t h a t s t a f fsubstitutions may be arranged. Applications shall indicate the date ofdeparture on leave and the date of return. A false statement in anapplication for leave of absence or neglect to return at the end of the leavegranted may result in discipline up to and including dismissal, whichshall be reported to the Union.

(c) All leaves of absence must be pre-approved by the CEO or designate.

(d) Vacation entitlement and credit towards increments do not accrue duringany leave of absence without pay in excess of thirty (30) calendar days.An Employee's seniority date will not be altered by virtue of a leave ofabsence of thirty (30) days or less, unless otherwise specified in thisA r t i c l e .

(e) Employees are not entitled to Named Holidays with pay during anyleave of absence.

(f) Subject to approval by the Insurer(s) and the Employer, Employees on aleave of absence may request that they maintain coverage of contributoryplans specified in Article 22, provided that the Employee makes priorarrangements to pay full premium costs of both parties in a lump sum oron a monthly basis. Failure to pay the benefit premium will result in theEmployee's benefit coverage being cancelled after the first missedpayment.

(g) Recognizing that the primary commitment of the Employee is to theEmployer, the granting of leaves of absence is subject to the approval ofthe Employer. The Employee shall not work for gain during the period ofleave of absence except with the express written consent of the Employer.Except in exceptional circumstances the Employer will reply in writing toa request for leave of absence within fourteen (14) days of receipt of therequest.

2 5 . 0 3 M a t e r n i t y a n d P a r e n t a l L e a v e

Unless otherwise specified within this Agreement, all other matters pertaining tomaternity and parental leave shall be referenced against provincial legislationgoverning maternity and parental leave.

(a) Employees who have completed ninety (90) days of continuousemployment with the Employer shall be eligible for:

(i) Maternity Leave

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The Employee shall provide at least six (6) weeks' advance writtenrequest indicating the anticipated start date. A leave of absencewithout pay or benefits and without loss of seniority shall begranted to a maximum of sixteen (16) weeks.

( i i ) Parenta l Leave

To qualify, the Employee shall be either the birth motherimmediately following the maternity leave, the other parent, theadoptive parent of a child or both parents time to be sharedbetween the parents. The Employee shall provide at least six (6)weeks' advance written request indicating the anticipated startand return to work dates. A leave of absence without pay orbenefits and without loss of seniority shall be granted to amaximum of sixty-two (62) weeks.

(b) In the event that a pregnant Employee requires a leave of absence formedical reasons in the early stages of pregnancy the Employee mayrequest further leave without pay and benefits as provided by theG e n e r a l L e a v e A r t i c l e .

(c) An Employee who wishes to maintain benefits under this article shallmake arrangements with the Employer to pay full premium costs of bothparties in a lump sum or on a monthly basis prior to commencing theirleave. Failure to pay the benefit premium will result in the Employee'sbenefit coverage being cancelled after the first missed payment. TheRRSP contributions will not be paid by the Employer on these leaves.

(d) An Employee on Maternity or Parental Leave must give the Employer atleast four (4) weeks' written notice of the date on which the Employeeintends to resume work and, in any event, must give notice no later thanfour (4) weeks before the end of the leave period to which the Employeeis entitled to, or four (4) weeks before the date on which the Employeehas specified as the end of the Employee's leave period, whichever ise a r l i e r .

If the Employee fails to provide at least four (4) weeks' notice before theend of the leave period to which the Employee is entitled, the Employeeis not entitled to resume work unless the failure to provide the noticeresulted from unforeseeable or unpreventable circumstances acceptableto the Employer.

(e) On return from Maternity or Parental Leave, the Employee will be placedin their former regularly scheduled position or an equivalent position atthe same rate of pay and other benefits accrued to the Employee up to thedate they commenced leave.

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(f) Seniority will continue to accrue during the approved Maternity orP a r e n t a l L e a v e .

2 5 . 0 4 B e r e a v e m e n t L e a v e

(a) In the event of a death in the immediate family of a Full-time or Part-timeEmployee who has successfully completed their required probationaryperiod, the Employer shall provide the following:

(i) Bereavement leave up to a maximum of three (3) consecutiveworking days without loss of regular earnings upon the death of aspouse, common-law spouse, fianc^, legal guardian, child, stepchild, parent, or spouse's parent, step-parent, brother, sister, stepbrother, step-sister, brother-in-law, sister-in-law, son-in-law,daughter-in-law, grandfather, grandmother, grandchild or anindividual for whom the Employee has legal guardianshipresponsibilities.

(ii) If the Employee is required to travel in excess of three hundred(300) kilometres one (1) way to attend a funeral of a personreferred to in paragraph (i) above, the Employee may request amaximum of an additional two (2) paid working days for saidtravel. Such request shall not be unreasonably denied.

(b) Upon approval of the Employer, bereavement leave may be extended byup to two (2) additional days without loss of regular earnings whereextenuating circumstances warrant.

(c) At the sole discretion of the Employer, bereavement leave may be grantedup to one (1) day without loss of regular earnings to attend the funeral ofa relative not listed in paragraph (a)(i).

(d) At the sole discretion of the Employer, bereavement leave may be grantedup to three (3) hours without loss of regular earnings to attend the funeralof a close friend.

Any Employee taking leave under this Article may be required to provideproof of death in a form acceptable to the Employer.

25.05 Jury or Crown Witness Duty

(a) Prior to any payment being made as outlined below, first considerationshould be given to:

- exchange of the shift(s) as per Article 12.

- schedule adjustment as per Article 12.

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(b) Should an exchange or schedule adjustment as outlined in Article 25.05(a)not be possible, the Employer will pay an Employee working day shifts,evening shifts or night shifts their normal hourly earnings for the day(s)spent serving Jury Duty, Jury Service or Crown Witness duty, providedproof of a Crown subpoena has been given to the Employer, and theEmployee remits to the Employer any remuneration they received fromt h e C o u r t .

(c) Should an exchange or schedule adjustment as outlined in Article 25.05(a) not be possible, an Employee working night shifts will be paid theirnormal hourly earnings for the shift immediately preceding the timespent in Court as per Article 25.05(b).

(d) The employee must contact the Employer on a weekly basis during theirabsence .

(e) Employees will not be paid for time missed for attending court as a resultof being charged with an offense.

2 5 . 0 6 E d u c a t i o n L e a v e

(a) The Employer may, upon written request by an Employee who hascompleted their probationary period, grant the Employee an unpaid leaveof absence for the purpose of allowing an Employee to upgrade theireducation applicable to their classification.

(b) The general provisions regarding leave absence in Article 25.02 apply toEducat ion leaves o f absence.

25.07 Compassionate Care Leave

Employees who have completed ninety (90) days of continuous employmentwith the Employer shall be eligible for Compassionate Care Leave.

(a) The Employer recognizes the potential need for Employees to care forgravely ill or dying family members or other qualified persons.

(b) Qualified person means a person in a relationship with the Employee forwhom the Employee would be eligible to receive the compassionate carebenefit under Employment Insurance legislation.

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(c) When an Employee who is required to care for a qualified person in theend stage of life, who is dying or at significant risk of death within twentysix (26) weeks the Employee shall be entitled to leave of absence withoutpay for a period of twenty seven (27) weeks An Employee who wishes tomaintain benefits under this Article shall make arrangements with theEmployer for payment of the full cost of the premiums. Failure to pay thebenefit premium will result in the Employee's benefit coverage beingcancelled after the first missed payment.

(d) In order to qualify for leave under this provision, the Employee shallmeet the eligibility requirements of the Employment Insurance Act andRegulations.

(e) The Employee shall give the Employer at least two (2) weeks' writtennotice before the start of their leave and include an estimated date ofreturn. Employees shall be required to submit to the Employer, a medicalcertificate demonstrating the need for compassionate care leave, in a formacceptable to the Employer.

(f) Employees shall give the Employer at least one (1) weeks' written noticeof their intention to return to work. If the Employee fails to provide atleast one (1) weeks' notice, before the end of the leave period to which theEmployee is entitled the Employee is not entitled to resume work unlessthe failure to provide the notice resulted from an unforeseeable orunpreventable circumstance acceptable to the Employer.

2 5 . 0 8 F a m i l v I l l n e s s L e a v e

If an Employee who has completed their probationary period is unable to reportto work as the result of illness of a spouse, common-law spouse, fiance, legalguardian, child, step-child, parent, or step-parent requiring the Employee'spersonal attention, shall inform the Employer with as much advance notice aspossible. Such absence from work shall not exceed two (2) working days percalendar year and days shall be deducted from sick leave credits. In absence ofsick leave credits, the Employee may take unpaid leave of absence for hours notworked. The Employee may be required to submit proof of ilbiess in a formacceptable to the Employer.

A R T I C L E 2 6

U N I O N L E A V E

26.01 Where it is necessary for a Union Member to make a request for a leave ofabsence to perform the duties of any office of the Union, the application for leavemust be made in writing to the Employer for approval. The application for leaveshall be with as much notice as possible and, except for cases with extenuatingcircumstances, a minimum of two (2) weeks notice shall be provided.

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26.02 The Employer shall not unreasonably withhold leave of absence for Employeeselected or appointed to represent the Union at Negotiations, Conventions,Workshops, Institutes, Seminars, Schools, or to attend meetings as a member ofth e U n i o n ' s P r o v i n c i a l E x e c u t i v e B o a r d .

26.03 When leave to attend to Union Business has been approved, it shall be grantedwith pay. The Union agrees to reimburse the Employer for the actual wage anddifferentials the Employee would have received had they been at work plus thecost of benefits and a reasonable amount determined by the Employer to coverthe cos t o f admin i s t ra t i on .

26.04 One (1) Employee may be elected to a Full-time position with the Union. Theelected Employee shall be granted a leave of absence without pay and withoutloss of seniority. If permissible by the carriers, the Employee shall have the rightto pay the full cost of benefits, including the Employer's share during the periodof such leave of absence.

A R T I C L E 2 7

T E M P O R A RY A N D C A S U A L E M P L O Y E E S

27 .01 Tempora rv Emp loyees

A Temporary Employee shall be covered by the terms of this CollectiveAgreement with the exception of;

(a) Article 10: Seniority, except as specifically outlined in the Article

(b) Article 11: Appointments and Vacancies

During the term of a temporary position, a Temporary Employee shall beeligible to apply on postings in accordance with the following:

(i) Such Employees shall be eligible to apply on posting of vacanciesfor regular positions pursuant to Article 11.01. In the event thatsuch Employee is successful on a posting pursuant to Article11.01, the Employer shall not be required to post any resultingvacancy of less than three (3) months.

(ii) Where a vacancy for a temporary position exists, such Employeeshall not be eligible to apply, unless the position postedcommences after the expiry of the term for which the Employeew a s h i r e d .

(c) Article 17: Call-Back - Maintenance Only

(d) Article 18: Preceptor Pay

(e) Article 21: Annual Vacation, except as specifically outlined in the Article.

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(f) Art icle 22: Benefits

(g) Article 23: Sick Leave

(h) Article 25: Leaves of Absence, except as specifically outlined in theA r t i c l e .

(i) Article 28: Layoff/Recall Procedure

(j) Article 30: Discipline and Dismissal shall be amended as outlined below:

(i) A Temporary Employee shall not have the right to grieve thetermination of the term position.

(ii) The Employer shall provide at least seven (7) calendar days'written notice of termination of the Employee's term position.

(iii) A regular Employee occupying a temporary position shall retaintheir seniority and shall not have the right to grieve placementwhen no longer required in that capacity.

(k) Article 33: Professional Fees

(1) Article 34: Registered Retirement Savings Plan

(m) Letters of Understanding

27 .02 Casua l Emp loyees

A Casual Employee shall be covered by the terms of this Collective Agreementwith the exception of:

(a) Article 10: Seniority, except as specifically outlined in the Article

(b) Article 17: Call-Back Maintenance Only

(c) Article 18: Preceptor Pay

(d) Article 21: Annual Vacation, except as specifically outlined in the Article

( e ) A r t i c l e 2 2 : B e n e fi t s

(f) Article 23: Sick Leave

(g) Article 25: Leaves of Absence, except as specifically outlined in Article

(h) Article 26: Union Leave

(i) Article 28: Layoff/Recall Procedure

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(j) Article 33: Professional Fees

(k) Article 34: Registered Retirement Savings Plan

(1) Letters of Understanding

A R T I C L E 2 8

L A Y O F F / R E C A L L P R O C E D U R E

28.01 This Article shall have no application to Casual and Temporary Employees.

28.02 When, in the opinion of the Employer, it becomes necessary to eliminatepositions due to a reduction of the workforce, the Employer will notifyEmployees in writing who are to be laid off at least fourteen (14) calendar daysprior to the date of the layoff. No notice is required where layoff results fromemergency conditions or circumstances including fire, flood, or natural disaster.

28.03 The Employer and the Union recognize the value of meeting prior to a layoffprocess occurring. The parties will make every reasonable effort to meet at leastfourteen (14) calendar days prior to Employees receiving notification of thelayoff. The consultation process will not be unreasonably delayed as a result ofthe unavailability of the union representative. The purpose of this meeting shallb e :

(a) to discuss the parameters of the layoff and review the current seniorityl ist ;

(b) to discuss the process by which Employees will receive writtennotification (e.g. individual meetings, timeframes);

(c) to review written notification documents to ensure content accuratelydiscloses process and options available to affected Employees;

(d) to discuss the process to be followed for Employees on approved leavesof absence, WCB benefits, and other leaves;

(e) to discuss other relevant factors the parties agree upon.

28.04 In determining the order of layoff, the Employer shall lay off Employees byclassification in reverse order of seniority provided that the remainingEmployees have the qualifications, education, experience, training, skills, andother relevant attributes satisfactory to the Employer to perform the availablework satisfactorily.

At the time of providing written notice of reduction to affected Employee(s), theEmployer shall:

40

(a) provide an affected Employee with the seniority list set out in Article10.07; and

(b) schedule a consultation meeting between the affected Employee, theEmployer, and the Union, at which time the Employer shall advise theEmployee of their retention options according to this Article, providedthe Employee has the qualifications, education, experience, training,skills, and other relevant attributes satisfactory to the Employer toperform the work required in the retention options.

The consultation meeting will not be unreasonably delayed as a result of theunavailability of a Union Representative.

28.05 Affected Employee(s) shall be presented with the vacancy options listed in thisA r t i c l e b e l o w :

(a) vacant position(s) which shall be comprised of:

(i) the Employee's same classification and PTE;

(ii) the Employee's same classification but lower PTE.

(b) an Employee who declines a vacant position may elect to displace intoan occupied position.

28.06 An Employee who is not placed in a vacant position shall be presented with thedisplacement options listed below:

(a) an occupied position. Such displacement shall affect a less seniorEmployee in a position comprised of:

(i) the Employee's same classification and PTE;

(ii) the Employee's same classification but lower PTE.

(b) An employee who declines displacement under 28.06 shall be laid off andplaced on recall.

28.07 Where an Employee is placed in a vacancy or displaces into an occupied positionthe Employer shall provide a paid orientation period to that Employee, thenature and length of which shall be determined by the Employer.

28.08 An Employee who is displaced as a result of another Employee exercising theirrights imder this Article shall be entitled to exercise their rights in accordancewith Art ic les 28.05 to 28.07.

28.09 The operation of this Article, including revision to shift schedules caused by areduc t i on sha l l no t cons t i t u t e a v i o l a t i on o f t he t e rms o f t h i s Co l l ec t i ve

Agreement.

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28.10 No new Full-Time or Part-time Employees will be hired in the affectedclassification while there are other Employees in that classification on layoff aslong as laid off Employees have the qualifications, skills, and ability to performthe work required and are available to do so.

28.11 Employees affected by layoff shall make prior arrangements for payment of thefull premium of any applicable benefit plan. Failure to make arrangements forpayment will result in termination of all benefits.

There shall be no cost to the Employer for RRSP while the Employee is on lay-off.

28.12 Other than the continuance of certain benefits as may be arranged under Article28.11 and the retention of seniority under Article 10 (Seniority), an Employee'sright while on layoff shall be limited to the right to recall only as specified inArt ic les 28.13 and 28.14.

28.13 Employees on layoff are responsible for informing the Employer of any changein address or telephone number which may be used to contact them for recall.

28.14 When recalling Employees on lay-off, recalls shall be carried out in order ofseniority, provided the Employee being recalled has the qualifications, skills, andabilities to perform the required work satisfactorily.

The method of recall shall be by telephone, and if contact with the Employee onlayoff is not accomplished, by registered letter or courier sent to the Employee'slast known place of residence or by personal delivery of same. When dispatchedby registered letter, the letter shall be deemed delivered five (5) calendar daysfrom the date of mailing. When dispatched by courier, the letter shall be deemeddelivered the date it was sent by courier. The Employee so notified will reportfor work as directed, but in any event shall notify the Employer of their intent nolater than five (5) days following the delivery date.

28.15 Employment shall be deemed terminated when an Employee does not returnfrom layoff when notified to do so, or on the expiry of six (6) months from thedate of layoff, whichever first occurs.

A R T I C L E 2 9

P E R F O R M A N C E A P P R A I S A L S

29.01 Upon hire Employees shall be provided with an up-to-date copy of their jobdescription.

29.02 The Parties recognize the desirability of a performance appraisal systemdesigned to effectively use and develop the human resources of the Employer.The purpose of the performance appraisal is to provide a constructive review ofthe Employee's performance.

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29.03 (a) Employees shall receive a written performance appraisal annually inaccordance with the policy of the Employer. In absence of a performanceappraisal, it shall mean the Employee meets expectations.

(b) Meetings for the purpose of the performance appraisal interview shall bescheduled by the Employer with reasonable advance notice. At theinterview, the Employee shall be given a copy of their performanceappraisal document. The Employee shall sign their performance appraisalfor the sole purpose of indicating that they are aware of the performanceappraisal, and shall have the right to respond in writing within seven (7)days of the interview and that reply shall be placed in the Employee'spersonnel file.

29.04 (a) By appointment made at least three (3) working days in advance, anEmployee may view their personnel file at the administration office eachyear or when the Employee has filed a grievance. An Employee may beaccompanied by a Union Representative when viewing their personnelfi l e .

(b) An Employee shall be given a copy of the contents of their personnel fileupon request, not more frequently than once in a calendar year, or whenthe Employee has filed a grievance, provided that they first pay to theEmployer a reasonable fee, established by the Employer. Such fees shallbe waived where the Employee requests a copy of material related to anindividual grievance filed on behalf of the Employee. An Employee mayalso choose to take a photograph of the contents of their persormel file.

29.05 An Employee's performance appraisal shall not be released by the Employer toany person except to the Employee, a Board of Arbitration, Legal Counsel or asrequired by law, without the written consent of the Employee.

A R T I C L E 3 0

D I S C I P L I N E A N D D I S M I S S A L

30.01 Except for Probationary Employees, no Employee shall be dismissed without justcause; however, the Employer may immediately suspend or dismiss anEmployee where warranted.

30.02 Unsatisfactory conduct and/or performance by an Employee may be grounds fordiscipline up to and including immediate dismissal.

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30.03 Unsatisfactory conduct and/or performance by an Employee which is notconsidered by the Employer to be serious enough to warrant suspension ordismissal may result in a written warning to an Employee within twenty-one (21)consecutive calendar days of the date the Employer first became aware of, orreasonably should have become aware of the occurrence of the act. An Employerrequest to extend the timeline in order to complete a proper investigation shallnot be unreasonably denied by the Union. A copy of the written warning shallbe placed on the Employee's personnel file.

30.04 The Employer shall schedule a disciplinary discussion with the Employee bygiving advance notice, which shall not be less than twenty-four (24) hours. AnEmployee shall have the right to Union representation of their choosing during adisciplinary meeting with the Employer. The non-availability of Unionrepresentation shall not unreasonably delay the disciplinary discussion meeting.

30.05 When disciplinary action is taken against an Employee, the Employee shall beinformed in writing as to the reason(s) for such action.

30.06 The Employee shall be given opportunity to sign any written notice of discipline,for the sole purpose of indicating that they are aware of the disciplinary notice.

30.07 An Employee who has been subject to disciplinary action pursuant to Article 30may request in writing, after twenty-four (24) months of continuous employmentexclusive of unpaid leaves of absence from the date of the disciplinary action,their personnel file be cleared of the record of the disciplinary action. Suchrequest shall be granted provided the Employee's personnel file does not containany further record of disciplinary action during the time period. The Employershall confirm in writing to an Employee who requests and who is eligible to havetheir personnel file cleared that such action has been effected.

30.08 When an Employee has grieved a disciplinary action and a designated officer ofthe Employer has either allowed the grievance or reduced the penalty leviedagainst the Employee, the personnel file of the Employee shall be amended toreflect this action provided this action results in the abandonment of thegrievance.

30.09 An Employee who is absent for three (3) consecutive working days withoutnotifying the Employer shall be considered to have terminated their employmentunless the Employee subsequently provides reason satisfactory to the Employerand where in the opinion of the Employer, such prior notification was notpossible.

30.10 Once a year, or if the Employee has commenced grievance proceedings underArticle 31, the Employee may:

(a) Upon not less than three (3) working day's notice. Employees and theirrepresentative(s), upon written authorization of the Employee, shall havereasonable access to their personnel file and shall on request be providedwith copies of materials contained in the personnel file.

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(b) Where an Employee has requested copies of any document in theirpersonnel file for reasons other than a grievance, the Employer shall beentitled to charge a reasonable fee for copying.

30.11 In the event an Employee is reported to their licensing body by the Employer, theEmployee shall be so advised in writing.

A R T I C L E 3 1

G R I E V A N C E P R O C E D U R E

3 1 . 0 1 G r i e v a n c e D e fi n i t i o n s

A grievance shall be defined as any difference arising out of an interpretation,application, administration or alleged violation of this Collective Agreement. Agrievance shall be categorized as follows:

(a) an individual grievance is a dispute affecting one (1) Employee. Suchgrievance shall be initiated as outlined in Article 31.05 of the grievanceprocedure except in cases of suspension or dismissal which willcommence as outlined in Article 31.06 at Step 1; or

(b) a group grievance is a dispute affecting two (2) or more Employees. Suchgrievance shall be initiated at Step 1 and processed from there in the samemanner as an individual grievance. A group grievance shall list allEmployees affected by the grievance and the results of such grievanceshall apply, proportionately if applicable, to all Employees listed on theoriginal grievance; or

(c) a policy grievance is a dispute between the Parties which, due to itsnature, is not properly the subject of an individual or group grievance.Such grievance shall be initiated, in writing, within fifteen (15) days of thedate the aggrieved Party first became aware of or reasonably should havebecome aware of the event leading to the grievance.

If the policy grievance is a Union grievance, it shall commence at Step 2and proceed according to the provisions of Article 31.

If the policy grievance is an Employer grievance, it shall be directed to theUnion President and the President shall render a written reply within five(5) days of receipt. Upon receipt of response or failure to reply, theEmployer may advance the grievance to arbitration.

(d) Notwithstanding Article 31.01(a), (b) and (c), and Article 31.05 and 31.06the parties may mutually agree to advance the grievance to a subsequentstep in the grievance process.

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31.02 Author ized Representat ives

An Employee may be assisted and represented by a Union Steward or UnionRepresentative when presenting a grievance.

The Employer agrees that the Union Steward shall not be hindered, coerced orinterfered with in any way in the performance of their fimctions whileinvestigating disputes and presenting their position as provided in this Article.However, no Steward shall leave their work without obtaining consent from theEmployer, which shall not be unreasonably withheld. The Union Steward shallnot suffer any loss of pay for time spent in the performance of their dutiesinvolving a grievance provided that the representative does not leave theEmployer's premises. Overtime rates shall not apply to any time spent by theUnion Steward as contemplated in this Article.

3 1 . 0 3 C o m m u n i c a t i o n

(a) Any notice or advice which the Employer or members of itsadministrative staff are required to give to the Union in respect of anym a t t e r r e f e r r e d t o i n t h i s A r t i c l e s h a l l b e s u f fi c i e n t i f d e l i v e r e d t o t h eAUPE Membership Services Officer (MSO).

(b) Any notice or advice which the Union is required to give to the Employerin respect of any matter referred to in this Article shall be sufficient ifdelivered to the Chief Executive Officer or designate.

(c) The hearing of grievances at any stage of the grievance procedure will beheld during the normal working day.

3 1 . 0 4 T i m e P e r i o d s

(a) For the purpose of this Article, periods of time referred to in days shall bedeemed to mean such periods of time calculated as consecutive calendardays exclusive of Saturdays, Sundays, and Named Holidays which arespecified in Article 20.

(b) Should the Employee or the Union fail to comply with any time limit inthis Article, the grievance will be considered to be abandoned, unless theparties have mutually agreed in writing to extend the time limits.

(c) Should the Employer fail to comply with any time limits in this Article,the grievance shall automatically move to the next step on the dayfollowing the expiry of the particular time limit unless the parties havemutually agreed in writing to extend the time limits.

(d) During any and all grievance proceedings, the Employee shall continue toperform their duties, except in cases of suspension or dismissal.

(e) A suspension or dismissal grievance shall commence at Step 1.

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31.05 Initial Problem-Solving Stage

If a dispute arises between the Employer and an Employee regarding theinterpretation, application or alleged violation of this Collective Agreement, theEmployee shall discuss the matter with their Immediate Supervisor or designate,who is not within the scope of this Collective Agreement, with a view toresolving it within ten (10) days of the occurrence causing the grievance orwithin ten (10) days of the time when the Employee first became aware of, orreasonably should have become aware that a grievance had allegedly occurred. Ifthe dispute is not resolved satisfactorily, it may then be advanced to formaldispute resolution at Step 1.

31.06 Formal Dispute Resolut ion

Step l

A grievance shall be submitted, in writing, to the Housing Services Manager ordesignate indicating the Article claimed to have been violated, the nature of thegrievance, and the redress sought within ten (10) days of the occurrence causingthe grievance or within ten (10) days of the time when the Employee first becameaware of, or reasonably should have become aware that a grievance hadallegedly occurred. The Housing Services Manager or designate shall meet withthe griever and Union Steward or Union Representative within ten (10) days ofreceiving the grievance and shall render a written decision within ten (10) daysof the grievance meeting, with a copy to the Union.

Step 2

If the grievance is not resolved imder Step 1, the Union may, within ten (10) daysof the receipt of the written decision of the Housing Services Manager ordesignate, submit the grievance in writing to the Chief Executive Officer ordesignate, specifying the nature of the grievance and the redress sought. TheChief ExecuHve Officer or designate shall hold a hearing within ten (10) days ofreceipt of the grievance. The Employee shall be entitled to have representative ofthe Union present during the meeting. The Chief Executive Officer or designateshall render a written decision within ten (10) days of the date of the hearing. Ifthe grievance is not settled at this stage, either party may decide to proceed toArbitration or by mutual agreement to Mediation.

3 1 . 0 7 M e d i a t i o n

A grievance not resolved at Step 2 may be referred to Mediation if both theUnion and the Employer agree to do so. A grievance not resolved at Mediationmay be referred to Arbitration by one party giving written notice to the otherwithin ten (10) days of the Mediation being concluded.

Each of the Parties to this Collective Agreement shall bear the expenses of theMediator equally.

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3 1 . 0 8 A r b i t r a t i o n

Either of the Parties within ten (10) days of the Employer's reply at Step 2 orcompletion of the Mediation process, may submit a grievance to arbitration andshall notify the other Party in writing of its intention to do so; and

(a) name its appointee to the Arbitration Board; or

(b) state its desire to meet to consider the appointment of a single arbitrator.

Within ten (10) days after receipt of notification, the Party receiving such notices h a l l :

(a) inform the other Party of the name of its appointee to an ArbitrationBoard; or

(b) arrange to meet with the other Party in an effort to select a singlea r b i t r a t o r .

Where agreement cannot be reached on the principle and/or selection of a singlearbitrator, an Arbitration Board shall be established.

Where appointees to a Board have been named by the Parties, they shall, withinten (10) days, endeavor to select a mutually acceptable Chairperson for theArbitration Board. If they are unable to agree upon the choice of a Chairpersonthey shall immediately request the Minister of Labour of the Province of Albertato appoint a Chairperson.

After a single arbitrator has been selected or the Arbitration Board has beenformed in accordance with the above procedure, they shall hear such evidence asthe Parties may desire to present, assure a full, fair hearing, and shall render thedecision, in writing, to the Parties.

The decision of a majority of the Board of Arbitration, or if there is no majority,the decision of the Chairperson, shall be the decision of the Board. The decisionof a Board of Arbitration or the decision of a single arbitrator shall be final andbinding on the Parties.

The Arbitration decision shall be governed by the terms of this CollectiveAgreement and shall not alter, amend, or change the terms of this CollectiveAgreement.

Each of the Parties to this Collective Agreement shall bear the expenses of itsappointee to an Arbitration Board. The fees and expenses of the Chairperson orsingle arbitrator shall be borne equally by the two Parties to the dispute.

Any time limits herein contained in arbitration proceedings may be extended ifmutually agreed to in writing by the Parties.

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A R T I C L E 3 2

O C C U P A T I O N A L H E A L T H A N D S A F E T Y

32.01 A Committee has been established to consider matters of Occupational Healthand Safety.

32.02 The Committee shall be composed of representation of the Employer andmembers elected from the bargaining imit of Sunny South Lodge. TheCommittee shall be chaired on an alternating basis by one representative fromthe Employer and one representative from the bargaining unit.

32.03 The Committee shall meet at least four (4) times per year, or more frequently asrequested by either Party, at a mutually acceptable hour and date. Additionalmeetings shall only be requested if agenda item, due to emergent situation,cannot be addressed at the next regularly scheduled meeting.

32.04 Minutes of each meeting shall be taken by the party chairing the meeting andshall be approved by the co-chairs of the Committee within two (2) weeks of themeeting date. Minutes of each meeting will be posted and made available to alls t a f f .

32.05 The Basic Rate of Pay shall be paid to Committee Members for time spent inattendance at an official meeting of the Committee.

A R T I C L E 3 3

P R O F E S S I O N A L F E E S

33.01 An Employee shall be eligible for reimbursement of dues paid to theirProfessional College, upon receipt of proof of payment, to a maximum of onehundred and fifty dollars ($150.00), if:

(a) At the beginning of the Employee's next registration year, they have anactive registration in their Professional College, and requires such activeregistration to perform their duties; and

(b) The Employee has accumulated a minimum of eight himdred andseventy-five (875) hours actually worked with the Employer in theprevious fiscal year.

Effective the first day of the first pay period following January 1,2019,

An Employee shall be eligible for reimbursement of dues paid to theirProfessional College, upon receipt of proof of payment, to a maximum of twohundred dollars ($200.00), if:

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(a) At the beginning of the Employee's next registration year, they have anactive registration in their Professional College, and requires such activeregistration to perform their duties; and

(b) The Employee has accumulated a minimum of eight hundred andseventy-five (875) hours actually worked with the Employer in theprevious fiscal year.

A R T I C L E 3 4

R E G I S T E R E D R E T I R E M E N T S A V I N G S P L A N

34.01 This Article shall not apply to Casual or Temporary Employees.

34.02 The Employer agrees to continue an Employer administered RegisteredRetirement Savings Plan (RRSP). Employees' participation shall be on avolimtary basis with a decision to parhcipate made at the completion of one yearof employment. Employees who choose not to participate in the RegisteredRetirement Savings Plan following the completion period of one year ofemployment shall have the option of participating in the RRSP on January 1st ofeach year.

34.03 Participation in the plan is open to Full-time and Part-time Employees workinggreater than fifteen (15) hours per week who have completed one year ofemployment.

34.04 Contributions are based earnings paid by the Employer at Basic Rate of Pay.

34.05 The Employer shall match contributions of participating employees, to amaximum of three and one-quarter percent (3.25%) into the Employee'sRegistered Retirement Savings Plan.

34.06 All Employer contributions will cease if the employment is terminated or theEmployee suspends contributions to the Plan.

A R T I C L E 3 5

U N I F O R M S

35.01 The Parties agree that the Employees shall maintain a professional image at thework site by adhering to the Employer Dress Code and Personal AppearancePolicy.

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IN WITNESS WHEREOF the Parties have executed this Collective Agreement by affixing heretothe signatures of their proper Officers in that behalf.

Signed this S ' day of , 2 0 1 8 .

F O R T H E E M P L O Y E R : F O R T H E U N I O N :

D a w n a C o s l o v i G u y S m i t hC h i e f E x e c u t i v e O f fi c e r P r e s i d e n t

W i t n e s s W i m e s s

5 1

SCHEDULE A - WAGES GRID

% S t a r t 1 9 5 0 3 9 0 0

16.31 1 7 . 4 7 18 .34

16 .56 17 .73 18 .62

16 .80 B M I I H

WSSHSM 1 7 . 1 4

2 0 . 4 7 2 1 . 1 6

20 .88 21 .59

2 4 . 4 9 26 .07

24 .86 26 .46

25 .23 26 .85

25 .74 27 .39

18.39 19 .82

18 .67 20 .12

18 .95 20 .42

19 .33 20 .83

17 .53 18 .38

17 .79 18 .66

18 .06 18 .94

18 .42 19.32

Support Services StaffFood Serv i ces

Cook I Journeyman

Res iden t Se rv i ces

Facility Clerical

Activity Coordinator

Activity CoordinatorS L 4

Y e a r

18

19

2 0

2 1

2 0 1 8

2 0 1 9

2 0 2 0

2021

1819

20

2 1

1 819

2 0

2 1

18

1 9

2 0

2 1

2018

2 0 1 9

2 0 2 0

2021

18

19

2 02 1

1 . 5 0 %2 . 0 0 %

8 . 6

8 . 9

1 9 . 2 4

19 .63

2 2 . 9 4

23 .28

23 .63

24 .10

03

29

55

17.90

17 .14

17 .48

21 .53 2 2 . 3 4

20 .68 2 1 . 8 5 22.68

20 .99 22 .18 23 .02

2 1 . 4 1 22 .62 23 .48

24 .89 26 .09 2 7 . 1 5

25 .26 26 .48 27 .56

25 .64 2 6 . 8 7 27 .97

26 .15 2 7 . 4 1 28 .53

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SCHEDULE A - WAGES GRID (CONT'D)

Support Services StaffL a b o u r e r

Ma in tenance 11

M a i n t e n a n c e I

Y e a r % S t a r t 2 0 8 0 4 1 6 0 6240 8320

2018 1 . 5 0 % 14.28 15 .10 15 .93 1 6 . 7 4 1 7 . 5 7

2 0 1 9 1 . 5 0 % 14.50 15 .33 16 .16 16 .99 17 .83

2 0 2 0 1 .50% 14.71 15 .56 16.41 17 .24 18 .10

2 0 2 1 2 . 0 0 % 15.01 15 .87 16 .73 17 .59 18 .46

2018 1 .50% 1 9 . 2 2 2 0 . 0 5 2 0 . 8 7 2 1 . 6 9 22 .52

2019 1 . 5 0 % 1 9 . 5 1 2 0 . 3 5 2 1 . 1 8 22 .02 22 .86

2 0 2 0 1 . 5 0 % 1 9 . 8 1 2 0 . 6 5 2 1 . 5 0 2 2 . 3 5 2 3 . 2 0

2021 2 . 0 0 % 2 0 . 2 0 2 1 . 0 7 21 .93 2 2 . 7 9 2 3 . 6 7

2018 1 .50% 2 3 . 3 0 24 .23 25 .20 26 .21 27 .25

2019 1 . 5 0 % 23.65 24 .59 25 .58 26 .60 27 .66

2 0 2 0 1 . 5 0 % 24.01 2 4 . 9 6 2 5 . 9 6 2 7 . 0 0 28 .08

2021 2 . 0 0 % 24.49 2 5 . 4 6 26 .48 2 7 . 5 4 2 8 . 6 4

Y e a r % S t a r t 1 9 5 0 3900 5 8 5 0 7 8 0 0 9750 11700 13650

2 0 1 8 1 .50% 20.83 21 .90 22 .62 23 .30 2 4 . 0 7 2 4 . 5 9 25.31 26 .09

2 0 1 9 1 . 5 0 % 2 1 . 1 4 22 .23 22 .96 23 .65 2 4 . 4 3 2 4 . 9 6 25 .69 26 .48

2020 1 . 5 0 % 21.46 22 .57 23.31 24 .01 24 .79 25 .34 26 .08 26 .87

2021 2 . 0 0 % 21.89 23.02 2 3 . 7 7 2 4 . 4 9 25 .29 2 5 . 8 4 2 6 . 6 0 27.41

2 0 1 8 1 .50% 27.65 28 .86 29 .99 3 1 . 1 7 32 .35 3 3 . 4 6 34.81 36.21

2 0 1 9 1 . 5 0 % 28.06 29 .29 3 0 . 4 4 31 .64 32 .83 33 .97 35 .34 36 .75

2 0 2 0 1 . 5 0 % 28.48 29 .73 30 .90 3 2 . 11 3 3 . 3 3 34 .48 3 5 . 8 7 37 .30

2021 2 . 0 0 % 29.05 30 .32 31 .52 32 .76 33 .99 3 5 . 1 7 36 .58 38.05

N O T E S :

1. 2018 wage increases will become effective on the first day of the first pay periodfollowing ratification.

2. 2019-2021 wage increases will become effective on the first day of the first pay periodfollowing January 1.

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L E T T E R O F U N D E R S T A N D I N G # 1

B E T W E E N

G R E E N A C R E S F O U N D A T I O N

a n d

A L B E R T A U N I O N O F P R O V I N C I A L E M P L O Y E E S

A C T I V I T Y C O O R D I N A T O R

F L E X I B L E H O U R S O F W O R K

This position requires flexibility in hours of work for the Activity Coordinator to providesupport to resident programs which may include activities such as resident outings and specialevents that may be scheduled outside of regular working hours.

1) Flexible hours may be established by mutual agreement between the Employee andEmployer.

2) Regular hours of work shall not exceed thirty-seven point five (37.5) hours perweek. Any hours worked in excess of thirty-seven point five (37.5) hours per weekshall be compensated in accordance with Article 13: Overtime.

O N B E H A L F O F T H E E M P L O Y E R O N B E H A L F O F T H E U N I O N

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L E T T E R O F U N D E R S T A N D I N G # 2

B E T W E E N

G R E E N A C R E S F O U N D A T I O N

a n d

A L B E R T A U N I O N O F P R O V I N C I A L E M P L O Y E E S

C H A R G E P A Y

The Employer shall provide charge pay for the Licensed Practical Nurse (LPN) on duty fromFriday seventeen hundred hours (1700) - Monday zero six hundred hours (0600).When an Employee is designated as the Employee in charge, the Employee shall be paid anadditional one dollar ($1.00) per hour.

The Employer shall provide a document specifying In Charge roles and responsibilities.

O N B E H A L F O F T H E E M P L O Y E R O N B E H A L F O F T H E U N I O N

D a t e

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L E T T E R O F U N D E R S T A N D I N G # 3

B E T W E E N

G R E E N A C R E S F O U N D A T I O N

a n d

A L B E R T A U N I O N O F P R O V I N C I A L E M P L O Y E E S

E M P L O Y E E S W H O P R O V I D E E M P L O Y E R W I T H N O T I F I C A T I O N O F T H E I R I N A B I L I T YT O A C C E S S T H E P A Y S T A T E M E N T S

Employees who are continuing to have problems with accessing their pay statementselectronically, as per Article 14.02, shall identify themselves to their Manager for further in-servicing within one (1) month of ratification.From the date of ratification and the remaining calendar year ending December 31, 2018, theEmployer shall provide those Employees who have identified themselves in paragraph oneabove with their pay statements in hardcopy form. Beginning January 1, 2019, the Employershall electronically provide each Employee an itemized statement of earnings and deductionsand those Employees, upon written request, who are unable to print statements, the Employershall provide a hard copy at a reasonable cost.

O N B E H A L F O F T H E E M P L O Y E R O N B E H A L F O F T H E U N I O N

D a t e

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L E T T E R O F U N D E R S T A N D I N G # 4

B E T W E E N

G R E E N A C R E S F O U N D A T I O N

a n d

A L B E R T A U N I O N O F P R O V I N C I A L E M P L O Y E E S

M E D I C A L C E R T I F I C A T E S

Should the amount of sick leave be reduced to 600 hours during the first year of the agreementpro-rated from Date of Ratification to December 31, 2018, the Employer shall reimburse theEmployees, effective the first day of the first pay period following January 1st, as follows:

"Where the Employee must pay a fee for such proof, the fee shall be reimbursed by theEmployer upon proof of payment, to a maximum of twenty dollars ($20.00)" for medicalc e r t i fi c a t i o n .

During the second (2nd) through fourth (4th) years of this agreement, should the amount of sickleave reach six hundred (600) hours, then the reimbursement for medical certificates shall bec a n c e l l e d .

O N B E H A L F O F T H E E M P L O Y E R O N B E H A L F O F T H E U N I O N

D a t e

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